The men earn about $ 950,000 more each year than the number of women in executive positions similar.
A new report on the company heads the best paid in the country demonstrates once more that women are faced with a “glass ceiling” double thickness ” at the top of the hierarchy of canadian companies. They must first gain access to senior positions and, once they are, they still face wage discrimination compared to their male counterparts.
The canadian Centre for policy alternatives calculates that, on more than 1200 members of the senior management appointed to 249 companies listed in Canada, women earn about $ 0.68 for every dollar earned by their male counterparts.
According to this study, the gap is reduced to 0.86 $ at a senior executive level, which corresponds almost to the overall wage gap differential in the country, which stands to 0.87 $ earned by a woman for every dollar earned by a man, according to Statistics Canada.
The gap at the top of the corporate hierarchy means that, on average, men earn about 950 000 more per year than women in leadership positions are similar.
The author of the report underlines that the conclusions, although they carry on the level of management, where wages are already high, reveal a problem of pay equity is much wider.
“We are talking about high directions, this is what one looks at, but I think it reflects well what is going on inside of large canadian companies and the barriers that women face to get a fair treatment, even when they possess all the skills,” says the chief economist of the centre, David Macdonald.
These conclusions are annexed to the annual report on the salaries of ceos are the best paid in Canada. They should have pocketed the average annual salary of a worker as of Wednesday afternoon, the second day of the year.
An analysis of the financial documents published by listed companies shows that the main p.-d. g. have earned, on average, 10 million in 2017, the year in which the latest data are available, or about 197 times the average income of an employee.
An earlier analysis of The canadian Press, quoted in the report of the agency, had uncovered a similar gap within the 60 largest publicly traded companies in the country. The examination of the records of 312 members of the senior management revealed that only 25 of the women had earned, on average, or $ 0.64 for every dollar paid to their male counterparts.
Interviews with a dozen leaders have identified various reasons to explain this disparity.
Some have explained to The canadian Press that companies have always recourse to the relations of the old “boys club” when they are looking for new members of management. These same leaders admit also the persistence of a culture retrograde within some of the companies that refuse to appoint women to leadership positions or who do not provide them any support in their work environment.
Others have referred to a lack of self-confidence and tolerance for risk in some women, an issue that emerges in academic research on executive compensation.
The report of Mr. Macdonald identifies three problems.
First, few women occupy the functions of business manager. They represent about four percent of the p.-d. g. to Canada, while ten percent of senior executives are women.
Secondly, the “performance bonuses” paid to senior executives are higher for men than for women. By eliminating the bonuses out of the equation, the pay gap is reduced with $ 0.82 for every dollar, almost, the average difference in the total labour force in the country.
Finally, companies that have more women in their management are typically smaller in size and, therefore, may not offer salaries as generous, said Mr. Macdonald.
The federal law passed in the spring has created a model of “compliance or explanation” for the diversity of boards of directors, instead of setting quotas for the number of women. According to the report Macdonald, who quotes a decade of Norwegian data showing that the quotas have increased the number of women on the boards of directors, these quotas would not be the solution to reduce the gender pay gap.